Cai Jianzheng, Ying Yajie, Wang Haifang, Yu Weixia, Zhang Yingying, Wu Sisi
Department of Nursing, The First Affiliated Hospital of Soochow University, Suzhou, China.
School of Nursing, Medical College of Soochow University, Suzhou, China.
J Nurs Manag. 2025 May 5;2025:8865799. doi: 10.1155/jonm/8865799. eCollection 2025.
This study aimed to explore the turnover intention among male nurses and analyze the underlying mechanisms through the lens of the social cognitive theory to provide valuable insights for developing targeted intervention strategies to mitigate the turnover of male nurses. A cross-sectional survey was conducted. Questionnaires were distributed to male nurses in Jiangsu Province, China, from September to December 2023, with the assistance of the nursing departments. The first part of the questionnaire collected the sociodemographic information. The second part included three instruments, i.e., the Turnover Intention Scale, the Chinese version of the Decent Work Perception Scale, and the Colleague Solidarity Scale for Nurses. Of the 6630 male nurses who were solicited by email, 4227 provided a valid response, and the response rate was 63.76%. Their turnover intention score was 14.27 ± 4.34. According to path analysis, both head nurse support, colleague support, and decent work perception directly reduced turnover intention ( = 0.19, 0.47, and -0.65, respectively, < 0.001). However, head nurse support and colleague support indirectly increased turnover intention via decent work perception ( = -0.27 and -0.09, respectively, < 0.001). The male nurses in Jiangsu, China, had a high level of turnover intention, and decent work perception and colleague solidarity were key influencing factors. To effectively reduce the turnover intention of male nurses, nursing managers should focus on fostering career development opportunities and cultivating a supportive organizational environment.
本研究旨在探讨男护士的离职意愿，并通过社会认知理论的视角分析其潜在机制，为制定有针对性的干预策略以减少男护士的离职提供有价值的见解。进行了一项横断面调查。2023年9月至12月，在中国江苏省护理部门的协助下，向男护士发放问卷。问卷的第一部分收集社会人口学信息。第二部分包括三个量表，即离职意愿量表、中文版体面工作感知量表和护士同事团结量表。在通过电子邮件邀请的6630名男护士中，4227人提供了有效回复，回复率为63.76%。他们的离职意愿得分为14.27±4.34。根据路径分析，护士长支持、同事支持和体面工作感知均直接降低了离职意愿（分别为=0.19、0.47和-0.65，<0.001）。然而，护士长支持和同事支持通过体面工作感知间接增加了离职意愿（分别为=-0.27和-0.09，<0.001）。中国江苏省的男护士离职意愿较高，体面工作感知和同事团结是关键影响因素。为有效降低男护士的离职意愿，护理管理者应注重培养职业发展机会并营造支持性的组织环境。
